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Three reasons to follow up with rejected physician candidates – Winter 2015

By Aime Echevarria, Creative Strategy Manager, MDR HealthCare Search

Originally published on LinkedIn; shared with permission.

Both in-house and third party recruiters may be getting a bad reputation among physician candidates. Whether it is for getting a barrage of emails for locations they have no interest in or getting calls at their workplace, candidates are often less than pleased with many healthcare recruiters. But even when these annoyances are avoided, many recruiters are guilty of some candidate’s greatest pet peeve: never knowing when they are no longer under consideration for an open position.

It’s easy to make excuses. Physician recruiters are incredibly busy and most would rather spend what little time they have working on candidates who are still under consideration instead of following up with those who have been ruled out. However, making sure rejected physician candidates know when they are no longer in the running can actually pay off in the long run for an organization’s physician recruitment efforts.

Below are three ways letting candidates know when they’ve been ruled out can have a positive impact on your physician recruitment effort.

  1. Maintaining employer reputation
    The intense competition for highly qualified healthcare professionals has been well documented - and it doesn’t look like it will slow down anytime soon. The last thing physician recruiters need when trying to find the next great hire is a bad reputation. When a candidate, especially one who has interviewed with your organization, receives no word regarding the status of their candidacy, their view of the organization may become tarnished. Even worse, the candidate could share this experience with colleagues. In order to prevent the physician - and those in his or her professional circle - from developing a negative view of your organization and hiring practices, it pays to let the candidate know where they stand, in a timely manner. That may mean delivering bad news when you have decided to pursue other candidates.

  2. Possibility of future hires
    Physician recruiters often come across excellent candidates who may not be a good fit for any of their current opportunities. By sharing this news with the candidate right away, recruiters can then reach out to candidates if an opportunity comes along for which a candidate may be an ideal match. If candidates do not receive timely communication about their status, they might not want anything to do with your organization in the future - something you don’t want to happen!

  3. Opportunity for referrals
    Not all recruiters take the time to let a candidate know their status, which is why it is all the more important to do so. Be considerate and forthright with candidates. In the long run, this will set you and your organization apart and increase the likelihood a rejected physician candidate will refer a colleague who is actively looking for opportunities in your area. In physician recruitment, your reputation can make or break you. Having a sterling reputation can lead to the referrals that fill your vacancies.

    Letting a candidate know they are no longer in the running can be both difficult and time consuming, but it is time well spent. By doing so, recruiters can maintain their organization’s reputation, keep lines of communication open with candidates about future opportunities, and open doors to a whole new pool of candidates.

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